[104-10222-10019.pdf — page 37]
# SECRET# FITNESS REPORT## GENERAL**SECTION A**1. NAME2. DATE OF BIRTH 3. SEX26 Aug. 1925 M4. GRADE 5. SOGS-15 D6. OFFICIAL POSITION TITLEOPS OFFICER7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/S.AS. JMWAVE9. CHECK (X) TYPE OF APPOINTMENTCARKER TEMPORARY10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORCANCER-PROVISIONAL (See instructions Section C)X ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):11. DATE REPORT DUE IN G.P.12. REPORTING PERIOD (From to-)**SECTION B**1 April 1962 thru 31 March 1963## PERFORMANCE EVALUATIONW-Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation, Describe action taken or proposed in Section C.A-Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P-Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S-Strong Performance is characterized by exceptional proficiency.O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).| SPECIFIC DUTY NO. 1                                                                                                                       | RATING LETTER || ----------------------------------------------------------------------------------------------------------------------------------------- | ------------- || Responsible for the supervision and management of the PM Branch which has 25 employees.                                                   | S             || SPECIFIC DUTY NO. 2                                                                                                                       | RATING LETTER || Spots, selects and recruits selected PM agent candidates.                                                                                 | S             || SPECIFIC DUTY NO. 3                                                                                                                       | RATING LETTER || Develops concepts and plans for PM infiltration operations which have an intelligence collection mission as well as a resistance mission. | P             || SPECIFIC DUTY NO. 4                                                                                                                       | RATING LETTER || Develops concepts and plans for Commando/Raider operations.                                                                               | P             || SPECIFIC DUTY NO. 5                                                                                                                       | RATING LETTER || Serves as a senior case officer on a sensitive long range operation which has PM, FI and PW ramifications.                                | S             || SPECIFIC DUTY NO. 6                                                                                                                       | RATING LETTER || Targets PM operations against priority intelligence-and-resistance targets.                                                               | S             |## OVERALL PERFORMANCE IN CURRENT POSITION|                                                                                                                                                                                                                                                                                                                                                                                                                                                             | RATING LETTER || ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | ------------- || Take into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal habits of public relations. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating corresponding to the statement which most accurately reflects his level of performance. | S             |28 JUN 1963